Did You Know? Michelin Stars was started by a tire Company
Do you know that a tire company gives Michelin stars? Not kidding! The French tire company Michelin started rating restaurants in its guidebooks for travelers nearly a century ago. It was a clever attempt to boost sales, which became fierce culinary expertise over the years. 😋
Finding meaningful ways to grow
Now, if you propose a food rating service to a tire business, they are unlikely to find it appetizing. However, this old tradition of Michelin rating outlines one idea very clearly: growth is not a one-shot game. It’s ongoing. For managers, three key insights are evident –
Learn constantly
Michelin stars are awarded every year. Restaurants must maintain their standards to retain their stars, year after year. Similarly, management and leadership are dynamic areas. While you may master some aspects once, there are others that you’ll need to keep updating as time passes. And even the best ones may need some polishing from time to time. 🍎
Evolve with time
Michelin’s rating system has changed since its first implementation. While the earlier ones focused primarily on food quality, the new ones consider many more factors, including service quality and sustainability, which matter today. On the same note, your managerial approach must evolve as your career progresses and a new generation of workers finds a home in your teams. 🍳
Perception matters
Why do we even care about Michelin-starred restaurants? You’d say they’re Michelin! That’s reputation talking. We trust Michelin to be good at their job, impartial, and reliable.
Similarly, it would help if you cultivated a perception of reliability and impartiality in your actions to build a reputation that allows people to trust you without doubting it much. Demonstrating those qualities consistently makes them a part of your identity and helps you craft a unique and impeccable brand. 🍰
How many stars have you got?
Don’t worry; we are not rating you right now. But there’s something easier and much more helpful out there: a conversation with a coach who can help you achieve success.✨
Check out Merlin by Risely, an AI leadership coach designed to provide direction and define progress for insatiable managers like you. With three exciting modes, Merlin brings to you
How to choose the right leadership coaching platform?
Your coaching journey can make a lot of difference for your team. Plus, with more use of AI and other advanced tech, manager and leader development coaching solutions are becoming more common than ever. Plenty of platforms offer everything you could dream of – remarkable coaches, personal touches, one-on-one sessions, and more. The question is: which coaching platform is the best one for you? Keep in mind that not all teams and managers are made alike; coaching needs differ. So, what works best for your friend’s team may not work for you.
In this blog, we will discuss choosing the right leadership coaching platform for your team. Look for tips on using your chosen platform effectively to maximize its benefits.
Searching the Right Leadership Coaching Platform for Your Team
When searching for the perfect coaching platform for your team, there are several vital points to remember. We have covered the top ten things you should consider before investing in a leadership development platform below:
#1 Evaluate Platform Usability and Accessibility
Step one is picking a platform that’s easy to use. After all, you want to retain people and ensure they fully use the product. For this area, think of metrics that can explain usability and accessibility. First, you need to look at the overall look and feel of the platform. Does it align with your existing systems? Or would it be hard to learn as a new tool?
The easier it is to get around and the more accessible it is, the more likely people will use it and stick with it. This makes the whole coaching journey better for all team members involved. Platforms that consider everyone in the workforce by including features that meet different needs help unite everyone. You should aim for simple but effective platforms where everything works smoothly on any device because this helps keep everyone engaged and learning well.
Explore learn journeys on Risely to see these principles in action. Tailor made with experts curating the content and AI empowering distribution across your team: How Risely trains leaders?
#2 Assess the Breadth and Depth of Coaching Content
Second, check the depth of the content. Here’s the thing: your organization has managers and leaders at different levels of understanding. Does the leadership coaching platform offer content to cater to each level? Can it explain one concept at varying levels of understanding and experience? You want something that covers all sorts of leadership skills, like talking well with others and knowing how to handle talent.
Ensure it has enough material for everyone, from the top bosses to every team member. The right one should guide each person toward reaching their best through learning paths made just for them. With this in mind, see if what the platform offers matches your team’s needs to grow professionally and meet business goals.
#3 Check In-built Features for Tracking Progress
A complete leadership development platform needs to offer much more than a list of courses and modules to complete. After all, you need to measure what your team learns. For that, features like in-built skill assessments, as Risely provides for nearly 20 core people management areas are important.
For example, a self-assessment on active listening can tell you about changes in that area, and the team’s score tells you about the observed change. A few other platforms integrate personality assessments instead. And yet, the game does not end at assessing; you need a dashboard to make sense of the metrics you view.
A good leadership coaching platform will empower you to track growth on specific skills over time, growth of specific team members, and improvements over specific people management challenges. Competitive benchmarking across the platform and within the organization are also great features that complement built-in assessments and motivate users to keep progressing.
Wondering how it works? Try an assessment now, it’s free! Leadership skill assessments by Risely
#4 Understand Integration Capabilities with Existing Systems
No one loves switching applications multiple times a day, least of all, buggy or unfamiliar ones. Thus, when picking out a coaching platform, it’s super important to see how well it can work with your existing systems. You want everything to blend nicely so that switching over is easy and you get the most out of what the leadership coaching platform offers.
For instance, Risely offers seamless integrations with workspaces like Teams and Slack so that coaching support is available at the moment of need. There are no extra steps needed to access help. Go for platforms that sync up without a fuss with what you’ve got now, making things more efficient and effective.
#5 Identify Customization Options for Personalized Learning Paths
Can sales and technical managers find equal value in the same leadership training? Likely not. In fact, one of the major reasons why training fails is that it fails to meet the contextual needs of the audience. So, what a sales manager wants will be different from what a technical manager wants, and neither can be neglected in your organization.
There are many ways to personalize coaching experiences on a leadership development platform. For example, Risely’s learning journeys are different for each user. They are based on the initial questions about challenges and context answered by them. Similarly, personalization is a great feature to support managers through career transitions.
Suppose someone on your team is moving from managing three people to twenty. While they have the skills, they will need fine-tuning and support to executive effectively, which Merlin’s personalization can offer. This way of personalizing things makes getting better at leadership more direct and effective.
#6 Find a Fit for the Coach and Your Team
The fact remains that human coaches can only do so much. Most coaches come with specific and niche expertise, either in a specific skill or a specific context at work. What your team needs is a diversity of ability and adaptability. Think back to the sales and tech managers – can one coach do justice to them? An AI coach like Merlin can provide this because it has expertise garnered through large amounts of data as well as the ability to continuously keep learning.
Plus, with coaches, the question of building a relationship and being available rises inevitably. At Risely, we solve this with a unique solution. We have Merlin, an in-built AI coach trained to offer context-based coaching. You can explore it in voice mode with support for over 40 languages, ask questions anytime you want, and even do role plays and reviews of conversations. Here’s an example for you:
#7 Check for a Robust Analytics and Reporting Dashboard
It’s all about metrics, and we are here to ensure that you are keeping an eye on the right ones. When picking out a leadership coaching platform, it’s really important to look at how good its analytics and reporting section is. With this feature, you can monitor how your team members are doing, see if their leadership skills are improving, and ensure that the coaching is helping reach business goals in a smart way.
Plus, not every stakeholder wants the same metrics. As their goals differ, so do the numbers they track!
What metrics do they like?
Having detailed analytics, such as Risely offers in the Admin view, lets you understand more about skill development, which means managing talent based on actual data. Good reporting tools also let you figure out if the money spent on coaching is worth it by looking at the return on investment (ROI), making it easier for everyone in the organization to make decisions backed up by facts.
#8 Consider Pricing Models and Return on Investment
How much are you willing to shell out for leadership development? A one-on-one session with a seasoned coach would start from $200 an hour, and it can go up to $1000. Let’s take a different turn; this three-day workshop looks amazing. The cost? $2500 per person. It’s not so ideal for all the managers on your team who would benefit. Money matters, and that’s why there is so much to consider before picking the right leadership coaching platform for your team. The steep costs associated with conventional leadership development methods often limit accessibility.
You should also consider how this choice might improve leadership skills and make the whole team perform better. Go for a leadership development platform that boosts professional growth throughout your company and gives good value back compared to what you spend on it—this is known as getting a favorable return on investment (ROI) on training. Looking into these things carefully will guide you toward investing wisely.
#9 Explore Support and Community Engagement Features
Engagement is critical to the success of management and leadership development programs. In fact, lectures, the most typical form of training, show lowest retention of content among learners as per the works of education specialist Edgar Dale. Thus, your search also needs to focus on how the leadership development platform provides support and gets everyone involved. This kind of setup really helps people grow professionally together. You should look for places where team members can talk, share what they’ve been through, and learn as a group.
Community support improves the coaching journey because it gives your team a safe place to talk things out and get feedback. Good support keeps your team motivated throughout the process. Go for leadership coaching platforms that engage everyone so your team can keep learning and growing.
#10 Assess User Reviews and Success Stories
Before you pick a leadership coaching platform for leadership development, it’s really important to look at what other people have said about it and check out their success stories. Hearing from others can tell you a lot about how good the platform is and if people are happy using it. Success stories are great because they let you see how the coaching has helped in real situations, showing what could be possible for your team’s growth. By looking into the good feedback and these inspiring tales, you can choose something that fits well with your team’s goals.
How to Implement Your Chosen Leadership Coaching Platform?
Once you’ve picked the perfect leadership coaching platform for your team, it’s all about how you roll it out. Here are four major steps that you should take:
Plan for a Smooth Rollout
Start by marking important steps and picking a team (or specific members) to handle the rollout. Your first task is ensuring everyone knows what’s happening at every step. To deal with any pushback, use strategies that help manage changes smoothly. In addition, run training sessions so people can get comfortable using the new platform.
It’s also crucial to have support ready and ways for people to share their thoughts to improve things as we go along. Getting leaders on board is key to getting everyone else excited and clear about what we expect during this whole process. At this stage, remain in touch with the team building the leadership development platform, too, because you will need to exchange queries and ideas.
Encourage Adoption Among Leaders and Teams
The success of leadership development and growth programs depends on multiple stakeholders, and some of them can impact the processes much more than others. Senior leaders and team managers are the influencers who can inspire others to use the platform extensively by setting up the right examples. As a result, getting them onboard becomes important for multiple reasons:
They are involved in getting budgets and permissions
They can influence adoption
They can help you overcome resistance and build consensus
To get leaders and their teams on board, it’s key to talk about how the leadership coaching platform can really help boost leadership skills, meet career ambitions, and push professional development forward. Point out that this tool gives senior leaders a way to lead their team members toward achieving everything they’re capable of. It’s important to keep conversations about the coaching journey open so everyone feels comfortable growing personally.
Read more: How to Obtain Buy-In for Training from Stakeholders?
Integrate Feedback Loops for Continuous Improvement
What your team has to say about the leadership coaching platform matters greatly. Because, after all, they are the users and beneficiaries. When we listen to feedback from these, people in charge can get even better at their jobs, helping them grow personally and professionally. As the leader of such an initiative, you must monitor the feedback. You can do this in many ways:
First up, straight away, go and ask. Get the reactions from participants in informal conversations so that they are comfortable expressing opinions on their own terms. It’s a no-pressure way to gather feedback on training that you can use to establish yourself as the enabler of their development.
Second, you can use training evaluation programs. The survey questions are typically designed to briefly describe the experience. It covers everyone and allows you to understand experiences along a standard set of metrics at scale.
Third, look at the usage data. How many people are completing the goals? Are they sharing their achievements? Is your team meeting deadlines? All of these indicate the level of enthusiasm about the leadership coaching platform.
Lastly, you can also take up focus group style interviews, where you sit with some team members and discuss the leadership development platform in-depth. This exercise would be great if you could generate ideas for custom features or use cases to integrate into the executive coaching platform.
Having open talks regularly and checking how things are going often ensures that leadership skills keep getting sharper, leading to overall success in work.
To really understand if a leadership coaching platform is doing its job in boosting leadership skills, it’s crucial to look at the correct numbers that show how leaders are growing. You can see where progress is happening by keeping an eye on specific metrics that match up with what makes a good leader.
It’s also important to check if the money spent on this training is worth it by looking at returns on investment (ROI). Looking into how many people leave their jobs, whether goals for the business align with what’s being taught, and if your team members feel more connected after getting coached helps, too. Using analytics lets us keep track of all these things to tweak our approach as needed. Making choices based on solid data helps ensure we’re always improving at developing leadership within our company.
What’s more, along with learning metrics, there are more data points that you will need to be an impactful L&D leader. Think of what your team asks from you – completion rates? Participant engagement rates? Goal achievement? All of these further tie into the business metrics (reduced absenteeism, higher productivity, lower turnover, etc.) that define your value. By measuring these effectively, you can make a compelling case for the business impact of L&D.
If you have read so far, we know you care. Check out Risely and get in touch to create a custom offering for your team’s needs. Start your journey with a free trial for 14 days today, and hit us up the moment you get WOW’ed at info@risely.me
Conclusion
To wrap things up, picking the right leadership coaching platform is essential to boost how well your team does and grows. You’ve got to look at a bunch of metrics like how easy it is to use, what kind of content it offers, whether it can work with other systems, ways you can make it fit your needs better, analytics tools available for tracking progress on the leadership development platform as well as pricing structures and feedback from other users.
After choosing one that fits best for leadership development efforts in your organization, ensure everything goes smoothly by carefully planning its introduction phase, encouraging everyone to get on board, taking into account any suggestions they might have along the way, and keeping an eye out on how much difference this makes in improving leadership skills fostering teamwork among members leading towards greater success across the whole company.
Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.
Your search for a leadership coaching platform ends here!
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Receiving feedback is an essential part of personal and professional growth. But let’s be honest. We frequently struggle to accept feedback and view it as criticism rather than an opportunity for improvement. To truly benefit from feedback, it is crucial to develop a growth mindset.
A growth mindset is the belief that our abilities and talents can be improved through hard work, dedication, and the willingness to learn from others. In this blog, we will explore how to receive feedback with a growth mindset and how you can use it as a catalyst for personal and professional development.
Feedback, when seen through the lens of a growth mindset, is not a judgment but a learning opportunity. It’s a chance to gain valuable insights and improve, rather than a reflection of one’s worth. Constructive feedback, in particular, is a powerful tool for your growth. It provides the stepping stones to enhance skills and reach one’s full potential. By adopting a growth mindset, you can transform feedback from a potential threat to a valuable resource for continuous learning, development, and goal achievement.
💡 What’s a growth mindset?
A growth mindset, coined by Carol Dweck, is the belief that one’s abilities and talents can be developed through effort, perseverance, and the willingness to learn from setbacks. This mindset is essential for your academic achievement, professional development, and personal growth. Individuals with a growth mindset are more likely to embrace challenges, seek out feedback, and view failures as opportunities for learning and improvement.
How to receive feedback with a growth mindset? Let’s see an example
Picture this: An employee named Alex has missed several project deadlines, which has impacted your team’s overall productivity.
As a result, Alex receives the following feedback:“Alex, I’d like to discuss our recent project deadlines. We’ve noticed that in the last month, you missed the deadlines for the marketing report and the client proposal by a few days each time. When these deadlines are missed, it affects the entire team’s workflow and delays our ability to move forward with other tasks. For example, the marketing team had to postpone their campaign launch, and the client proposal had to be expedited, which added extra stress to the team.I know you’re capable of delivering high-quality work, and I believe we can avoid these issues with a bit more time management and prioritization. How about we work together to set intermediate milestones for your projects? Additionally, if you’re facing any challenges or need support with managing your workload, please let me know. I’m here to help, whether it’s through additional resources, time management tools, or simply talking through your tasks to prioritize better.”
In this scenario, we can note that the feedback is provided pretty efficiently. The manager shared their observations, supported them with examples, and moved on to suggestions and support. Based on Alex’s mindset, there can be two very different reactions.
First, let’s see how a fixed mindset receiving feedback works:
If Alex works with a fixed mindset, they might react defensively to constructive feedback, viewing it as a personal criticism rather than an opportunity for growth. Their responses might exhibit:
Denial or Defensiveness: “I don’t think missing a couple of deadlines is such a big deal. Besides, other people have missed deadlines, and no one pointed it out.”
Blaming External Factors: “It’s not my fault that the marketing report was late. I was waiting for data from another department, and they didn’t get it to me on time.”
Feeling Threatened or Discouraged: “I always get picked on for things like this. Maybe I’m just not good enough for this role.”
Overall, Alex, with a fixed mindset, will view this feedback as a threat to their team’s presence. Consequently, they will miss out on opportunities for growth.
Now, let’s see the other way: How should you receive feedback with a growth mindset?
The reaction to feedback changes with the mindset. A growth mindset enables Alex to show many positive behaviors, like:
Acknowledging the Issue: “Thank you for pointing that out. I didn’t realize that my missed deadlines were having such an impact on the team.”
Taking Responsibility: “I understand that I need to manage my time better to meet deadlines consistently.”
Showing Willingness to Improve: “I think setting intermediate milestones is a great idea. It will help me stay on track and address any issues early on.”
Seeking Feedback and Support: “Can you help me identify some tools or strategies for better time management? I want to make sure I’m improving in this area.”
In doing so, Alex shows many signs of a growth mindset, such as being open to suggestions and handling mistakes as chances to learn and grow more.
Read more: Mastering the Mindset Game: Growth Mindset vs Fixed Mindset
Before proceeding further, think which set of reactions matches your behavior more. Receiving feedback effectively as a manager can make or break your journey, check out the tips below if you feel the need to defend or shift feedback.
Why do we react negatively to feedback?
Receiving feedback can often trigger strong emotional reactions, such as defensiveness or frustration. But why?
Feedback, especially if it is critical, can feel like a personal attack, threatening our self-worth and self-esteem. Negative feedback can trigger a fear of failure, making us feel inadequate or incapable.
Critical feedback challenges a fixed belief and suggests that you need to change, which can be unsettling.
Poorly delivered feedback, lack of clarity, or miscommunication can lead to misunderstandings about the intent or content of the feedback.
Past negative experiences with feedback can lead to a conditioned response to react negatively to new feedback. You might have received bad feedback, or personal criticism disguised as feedback earlier.
In sum, it’s a mix of internal and external factors. Bad experiences can make us resistant to feedback, but remaining open to the good ones can help us big time! Let’s see some strategies to do this in the next section.
How to receive feedback with a growth mindset?
By developing a growth mindset, you can shift perspectives and view feedback as an opportunity for growth and development, regardless of whether it is positive or negative.
Navigating Initial Reactions to Feedback
Understanding the impact of emotions on feedback reception is crucial for developing a growth mindset and leveraging feedback for personal and professional development.
Emotional responses to feedback can vary from person to person. Some may feel defensive or hurt, while others may become motivated to improve. You need to recognize these emotional responses and their impact on how you handle feedback. Difficult feedback, in particular, can trigger negative emotions, but by acknowledging and processing these emotions, you can maintain a receptive attitude and use the feedback as an opportunity for growth.
Read more: 5 Ways To Master Emotional Management At Work For Managers
How to Maintain a Positive Attitude Towards Feedback?
Maintaining a positive attitude towards feedback with a growth mindset is essential for receiving it. Here are some strategies to help you maintain a positive attitude:
Practice active listening: Pay attention to the feedback giver and actively listen to fully understand their perspectives.
Seek specific examples: Ask for specific examples to gain a deeper understanding of the feedback and identify areas of improvement.
Embrace a receptive attitude: Approach feedback with an open mind, accepting that there is always room for growth and improvement.
Focus on your growth: Instead of viewing feedback as a personal attack, see it as an opportunity to enhance your skills and achieve your goals.
Don’t Shy From Constructive Criticism
Embracing constructive criticism is crucial for personal and professional growth. It allows you to identify areas of improvement and take actionable steps towards development. Here are some practical steps to embrace constructive criticism better at work:
Seek clarification to fully understand feedback: Ask questions and seek clarification to gain a deeper understanding of the feedback and how to apply it. Active listening and engaging in a dialogue with the feedback giver can also help in understanding specific examples and actionable items for improvement.
Identify actionable items from feedback: Analyze the feedback received and identify specific actions or changes that you can make to improve performance. These actionable items serve as the next steps towards improvement and enable you to continuously develop their skills.
Engage in feedback conversations: Have open and honest conversations with feedback givers to gain insights and discuss potential areas for growth.
Catch more insights on how to receive feedback with a growth mindset, only on RiseUp Radio!
But, I genuinely got bad feedback!
We get it. Bad feedback happens. Sometimes, the feedback provider is up to no good, and there’s little that you can do. Here are three ways to make the most of little constructiveness in feedback that you receive:
Dealing with vague or non-constructive criticism
It’s frustrating. However, it is important to approach such feedback with a growth mindset. Instead of dismissing it or becoming defensive, seek clarification from the giver. Ask specific questions to better understand their concerns or suggestions. It will enable you to generate valuable insights and identify areas for improvement. Remember, your manager might be learning how to give feedback. Help them out, too.
Feedback from Multiple Sources
Receiving feedback from multiple sources can be overwhelming, but it is an opportunity for growth and learning. While one appreciates you, the other promises they have never seen anything worse! You need to cultivate a feedback culture within the team to navigate feedback from various sources. It involves creating an environment where feedback is actively encouraged and valued. Actively listen to feedback from different sources and look for common themes or areas for improvement. Engage in open and honest conversations to gain deeper insights and understand different perspectives on the same situation.
Wrapping up
In embracing feedback with a growth mindset, we open doors to endless personal and professional development opportunities. By understanding the power of constructive criticism, we pave the way for self-improvement and transformation. It is essential to navigate initial reactions with mindfulness, seeking clarity and actionable steps from feedback. Transforming feedback into growth opportunities involves setting goals and leveraging insights for continuous enhancement. Cultivating a culture of effective feedback within teams fosters open communication and mutual growth for everyone around you.
Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.
Ace performance reviews with strong feedback skills.
Master the art of constructive feedback by reviewing your skills with a free assessment now.
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Growth Mindset Training For Leaders: When Should You Take It
One key factor contributing to leaders’ success is their mindset. A growth mindset, as opposed to a fixed mindset, is crucial for leaders to excel in their roles and drive their teams towards success. Growth mindset training plays a pivotal role in developing the right mindset for leaders. It helps you cultivate a growth mindset culture within teams, promote personal growth, and enhance your leadership skills.
Stanford University’s research on growth mindset, led by Carol Dweck, has been instrumental in shaping the field of growth mindset training. Dweck’s research emphasizes the importance of believing in the potential for growth and the power of effort and resilience in achieving success. This research forms the foundation for effective growth mindset training programs for leaders. With the right mindset, you can create a positive work environment that fosters innovation, collaboration, and personal development. In this blog, we will set you up on a journey toward a growth mindset.
In the context of leadership, a growth mindset refers to having the right mindset that enables leaders to lead and inspire their team members effectively. Leaders with a growth mindset believe that their team members have the potential to grow and develop, and they actively support and encourage their personal and professional growth.
Having a growth mindset as a leader also means approaching problems and challenges with a solution-oriented mindset. Instead of viewing obstacles as roadblocks, a growth mindset enables you to see them as opportunities for problem-solving and growth. As a result, you are open to new ideas, feedback, and continuous improvement.
When Is the Right Time for Growth Mindset Training?
Knowing when to embark on a growth mindset training journey as a leader is crucial. Growth mindset training can benefit you at various stages of your career and at different points in your personal and professional development. One key factor to consider is the need to enhance critical thinking skills. Growth mindset training equips you with the mindset and tools to approach complex problems and make informed decisions. It stimulates innovative thinking and encourages leaders to step outside their comfort zones, leading to personal and professional growth.
Signs that you need growth mindset training for leaders
Consistently avoiding challenges and taking the easy way out
Feeling threatened by the success or abilities of others
Having a fixed mindset about your own abilities
Being resistant to feedback and viewing it as a personal attack
Lacking perseverance and giving up easily in the face of setbacks
Avoiding learning opportunities and not seeking out new knowledge
Feeling overwhelmed by change and struggling to adapt
There are several critical moments in your journey where growth mindset training interventions can significantly impact you. These moments include:
Building a team: Growth mindset training can provide you with the mindset and skills necessary to facilitate the growth and development of your team members when they engage in coaching sessions.
Poor decision-making: When you face the consequences of poor decision-making, growth mindset training can help you reframe your mindset, learn from your mistakes, and develop better decision-making skills.
Learning experiences and professional development opportunities also serve as opportune moments for growth mindset training. When you are open to learning and actively seeking ways to improve your skills, growth mindset training can provide you with the mindset and strategies to maximize the value of these experiences and accelerate their development.
How to shift from a fixed mindset to a growth mindset?
Shifting from a fixed mindset to a growth mindset requires embracing adaptability, personal growth, and stepping out of their comfort zones. Very often, we cannot recognize the fixed mindset patterns that limit us. Hence, this step begins with a focus on self-awareness for leaders. This shift involves:
Recognizing and challenging fixed beliefs: You need to identify your fixed beliefs about your abilities and challenge them. Acknowledging that abilities can be developed allows you to open yourself up to new possibilities and growth.
Embracing a growth-oriented action plan: Leaders should actively seek opportunities for growth and view challenges as chances to learn and improve. They should cultivate a mindset that values effort, resilience, and continuous learning.
Stepping out of the comfort zone: You must be willing to take risks, try new approaches, and tackle unfamiliar challenges. This is essential for personal growth and development.
Planning Your Growth Mindset Development Journey
Planning a growth mindset development journey as a leader involves setting goals, creating an action plan, and committing to lifelong learning. Here are some steps to consider:
Set specific goals: Identify the areas where you want to develop a growth mindset and set specific goals to guide your journey.
Create an action plan: Break down your goals into actionable steps and create a plan to implement them. This might involve seeking learning opportunities, coaching or mentoring, and practicing growth mindset techniques.
Commit to lifelong learning: Embrace the mindset of a lifelong learner and actively seek out opportunities for personal and professional growth. Cultivate a curiosity for learning and continuously challenge yourself to expand your knowledge and skills.
Embrace the growth mindset journey: Understand that developing a growth mindset is a continuous process. Embrace the journey, be patient with yourself, and celebrate small wins.
Common Challenges Faced by Leaders Without a Growth Mindset
Leaders who lack a growth mindset face several challenges that hinder their personal and professional growth. These challenges include:
Lack of resilience: Without a growth mindset, you may struggle to bounce back from setbacks and failures. You are more likely to give up when faced with challenges instead of persevering and finding new solutions.
Resistance to new ideas: Leaders without a growth mindset may be resistant to new ideas and innovations. You are more inclined to stick to familiar strategies and methods, limiting your ability to adapt to changing circumstances.
Reluctance to put in hard work: A fixed mindset leads to a belief that abilities are fixed and cannot be significantly improved. This results in leaders being less willing to put in the effort and hard work required for personal and professional growth.
Through growth mindset training, you learn to overcome challenges with resilience and perseverance. You develop the ability to analyze situations objectively, identify areas for improvement, and create action plans for success. This mindset shift allows you to navigate obstacles and setbacks with confidence, inspiring your teams to do the same.
Growth Mindset Training for Leaders with Risely
A growth mindset among leaders can often make or break the deal for teams. But not every leader has the same set of typical challenges to beat! And we get it; that’s why we created hyper-personalized learning journeys that enable skill development in your context. Here is how it works with you and for you:
Step 1: Define your challenges from over 30 options on Risely.
Step 2: Assess your current position on relevant skills as Risely recommends.
Step 3: Generate a roadmap of skill development that involves something new every day. We are not going to just talk about a growth mindset—we will build it one step at a time with case studies, sample statements, and more engaging ways.
What’s more? Growth mindset training can be tricky. We know you might feel a little down at time. That’s when you can talk to Merlin, Risely’s AI leadership coach, to vent your heart out, free from the fear of judgment or appearances.
Let’s get you started: Sign up for a free trial today.
In conclusion, embracing a growth mindset is crucial for leaders to navigate challenges effectively and foster a culture of continuous improvement within their teams. By recognizing the value of adaptability, resilience, and learning from setbacks, leaders can inspire their teams to strive for excellence. It’s essential to identify critical moments for growth mindset training interventions and proactively shift from a fixed mindset to a growth-oriented approach.
Developing a growth mindset takes time and effort, but the benefits extend far beyond personal development to positively impact team dynamics and organizational success. Stay committed to your growth mindset journey and lead with a forward-thinking perspective.
Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.
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How To Find An Executive Coach? A 5 Step Guide For Managers
Many organizations are realizing the value of executive coaching in helping their senior leaders unlock their full potential and enhance their leadership skills. However, with a vast number of coaches to choose from, finding the right executive coach can be a daunting task for managers. It’s crucial to take the time to identify your specific needs and goals to ensure that you find the coach who can best support your growth and development as a leader. In this blog, we will provide a comprehensive 5-step guide for managers on how to find an executive coach perfectly tailored to their needs.
Before diving into the process of finding an executive coach, it’s important to understand the role they play. An executive coach is a professional who provides guidance, support, and feedback to individuals in leadership positions, helping them develop their leadership ability and achieve their professional goals. Executive coaching differs from business coaching and mentoring in focusing specifically on leadership development. Unlike a mentor who shares their own experiences and advice, an executive coach serves as a sounding board, providing objective insights and helping you navigate challenges and maximize your potential.
The Difference Between Executive Coaching and Mentoring
While both executive coaching and mentoring can be valuable for professional development, it’s crucial to recognize the personalized approach of executive coaching. Mentoring typically involves a more experienced individual sharing their knowledge and advice with a less experienced individual, often within the same organization or industry. The mentor acts as a guide, offering you insights based on their own experiences.
In contrast, executive coaching is a tailored process that focuses on the development of your unique leadership skills and the achievement of your specific goals. The executive coach provides support, feedback, and guidance, helping you identify your strengths and areas for improvement and develop strategies to enhance your leadership abilities. Executive coaching is a more structured and goal-oriented process designed specifically for your needs, making you feel valued and understood in your professional journey.
How Executive Coaching Can Elevate Your Leadership?
Executive coaching can profoundly impact your leadership abilities, enabling you to reach your full potential and become a more effective leader. By working with an executive coach, you can gain valuable insights into:
Your leadership style
Strengths
Areas for development
The coach provides objective feedback and guidance, helping you navigate challenges and develop strategies to overcome them. You can enhance your communication skills, emotional intelligence, decision-making abilities, and strategic thinking through executive coaching. The coach is a trusted advisor, providing support and accountability as you achieve your leadership goals.
Read more: 5 Reasons To Try Executive Coaching For Leaders
Before Starting the Search for an Executive Coach
Before embarking on your search for an executive coach, it’s essential to take some time to prepare and clarify your specific needs. Consider the areas where you want to improve as a leader and the goals you want to achieve through coaching. This self-reflection will help you identify the right coach with the expertise and experience to address your needs. Additionally, it’s essential to clearly understand what you are looking for in a coach, including their coaching style, approach, and compatibility with your leadership style. This preparation will ensure you find the right coach to effectively support your leadership development journey.
Identifying Your Coaching Needs
Identifying your coaching needs is critical in finding the right executive coach. Take the time to reflect on the areas of your leadership that you want to improve or develop further. This could include enhancing your communication skills, building stronger relationships with team members, improving your decision-making abilities, or developing strategic thinking.
Setting Clear Goals for Executive Coaching
Setting clear goals for your coaching journey is crucial for maximizing its effectiveness. When setting your goals, consider the specific outcomes you want to achieve and the timeline in which you hope to achieve them. Here are a few examples:
Develop stronger communication skills to effectively lead and inspire your team.
Enhance your strategic planning abilities to drive organizational growth and success.
Build stronger relationships with team members and foster a positive and collaborative work environment.
By setting clear goals, you provide direction to your coaching engagement and ensure that you and your coach are aligned on the desired outcomes. These goals serve as a roadmap for your leadership development journey and benchmark your progress and success.
Finding the right executive coach may seem overwhelming initially, but it can be a rewarding and transformative experience with the right approach. As a beginner, conducting thorough research and due diligence is crucial to identifying potential coaches who align with your needs and goals. Let’s walk you through five essential steps to help you find the right executive coach for your leadership development journey.
What You Will Need to Get Started?
Before you begin your search for an executive coach, make sure you have a few critical components in place. These include:
Clearly defined coaching objectives: Identify what you hope to achieve through executive coaching and the specific areas you want to focus on.
Budget and resources: Determine your budget for coaching services and any additional resources you may need.
Commitment to the coaching process: Recognize that executive coaching requires time and effort and be prepared to fully engage in it.
Coaching agreement: Once you have found a potential coach, it’s essential to establish a coaching agreement that outlines expectations, objectives, and confidentiality agreements.
Step 1: Assessing Your Leadership Challenges and Goals
The first step in finding the right executive coach is to assess your leadership challenges and goals. Take the time to reflect on the specific areas of your leadership that you want to improve upon or develop further. Consider the challenges you currently face and the goals you want to achieve through executive coaching. This self-assessment will help you narrow down your search and find a coach who has the expertise and experience to address your specific needs. By clearly understanding your challenges and goals, you can effectively communicate your needs to potential coaches and ensure a productive coaching relationship.
Step 2: Researching Potential Coaches
Once you have identified your leadership challenges and goals, it’s time to research potential coaches. Utilize online resources such as LinkedIn and coaching directories to find a diverse range of executive coaches. These platforms allow you to filter your search based on criteria such as location, specialty areas, credentials, and coaching methodologies. Explore the profiles of potential coaches to assess their background, experience, and client testimonials.
In addition to online platforms, consider reaching out to professional organizations and networking groups to find executive coaches who may be located in your local area. Gathering as much information as possible about potential coaches will help you make an informed decision and find the right coach for your leadership development journey.
Step 3: Evaluating a Coach’s Credentials and Compatibility
As you research potential coaches, evaluating their credentials and compatibility is essential. Look for coaches who have relevant certifications and training in executive coaching. These certifications ensure the coach has undergone rigorous training and adheres to professional standards.
Consider their experience working with individuals in similar leadership positions or industries. This will help ensure the coach has the expertise to address your needs. Compatibility is also crucial in a coaching relationship. Pay attention to the coach’s approach, style, and values to ensure they align with yours. Feeling comfortable and trusting the coach is important, as this will facilitate open and productive coaching sessions.
Step 4: Engaging in a Preliminary Consultation
Once you have narrowed down your list of potential coaches, it’s time to engage in a preliminary consultation. Most coaches offer an initial consultation or discovery session to assess compatibility and discuss coaching objectives. Prepare for this meeting by outlining your leadership challenges, goals, and desired outcomes. Be open and transparent about what you hope to achieve through executive coaching.
During the consultation, ask questions to gain insights into the coach’s approach, methodology, experience, and compatibility. This meeting is an opportunity to establish clear communication and mutual understanding, setting the foundation for a productive coaching relationship. Use this consultation to evaluate how well the coach understands your needs and if they can effectively support your leadership development journey.
Step 5: Making the Commitment
After engaging in preliminary consultations, it’s time to commit to the coach who best aligns with your needs and goals. This commitment involves establishing a coaching agreement that outlines expectations, objectives, and confidentiality agreements. The coaching agreement serves as a roadmap for your coaching engagement, providing clarity and ensuring that both you and the coach are on the same page. It’s important to fully commit to the coaching process and invest the time and effort required to make meaningful progress. Remember that executive coaching invests in your long-term success and development as a leader.
Try another interesting read: Develop leaders for a self-propagating culture
Maximizing the Relationship With Your Executive Coach
Working with an executive coach is not just about finding the right coach but also about maximizing the relationship for optimal results. Ongoing support from the coach is crucial in the leadership coaching journey. Regular coaching sessions provide a platform for open communication, where managers can discuss challenges, receive feedback, and explore strategies for growth. Here are a few tips to make the most of coaching as a leader:
Establish Communication Expectations: Effective communication is a key component of a successful coaching relationship. When working with an executive coach, it is important to establish clear communication expectations from the beginning. This includes determining the frequency and mode of communication, such as in-person meetings, phone calls, or email exchanges. You should also express your preferred communication style and how they like to receive feedback.
Be Open to Feedback and Change: One of the most significant benefits of working with an executive coach is the invaluable feedback you receive. To truly benefit from this, you must be open to feedback and embrace change. This could involve adjusting your leadership style, adopting new strategies, or developing new skills.
Setting Benchmarks for Success: Benchmarks serve as milestones or indicators of progress toward specific goals. When setting benchmarks for success, it is important to establish specific and measurable goals that align with the manager’s leadership development objectives. You can categorize these goals into different areas, such as communication, decision-making, or team management.
Common Pitfalls to Avoid When Choosing an Executive Coach
Finding the right executive coach is crucial; it is equally important to avoid common pitfalls that can hinder the effectiveness of the coaching engagement. When choosing an executive coach, it is essential to conduct due diligence and be aware of any red flags. This includes researching the coach’s credentials, certifications, and experience. But there’s more that you should think of before starting:
Don’t Overlook the Importance of Chemistry: Chemistry is the connection and rapport between the manager and the coach. You must feel comfortable and at ease with your coach, as you will be discussing sensitive topics and receiving feedback. You should look for a coach with whom you have a good personal connection and shared values. Additionally, it is important to consider the coach’s coaching style and whether it aligns with your preferred leadership style.
Don’t Ignore Red Flags: Red flags can include a lack of relevant experience, questionable credentials, or a coaching approach that does not align with your needs. You need to conduct due diligence and thoroughly research prospective coaches before making a decision. This may involve reviewing their credentials, certifications, and client testimonials. You should also consider any negative feedback or warning signs that may indicate potential issues.
Be realistic with your schedule: Not being realistic can hinder your progress with an executive coach. It’s crucial to consider your availability and commitment level before engaging in coaching sessions. Setting aside time for coaching and actively participating in the process is essential for reaping the full benefits of working with a coach.
Conclusion
In conclusion, finding the right executive coach is crucial for your leadership development. You can effectively elevate your leadership skills by assessing your needs, setting clear goals, and engaging with potential coaches. Establishing good communication, being open to feedback, and setting success benchmarks are key to maximizing your relationship with your coach. Avoid pitfalls like overlooking chemistry and red flags. Remember, executive coaching is an investment in yourself and your future success. Stay committed, seek results proactively, and nurture a collaborative partnership with your coach to unlock your full leadership potential.
Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.
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7 Underrated Ted Talks For Managers You Must Watch
Becoming a manager is a significant milestone in one’s career. It often comes with new challenges and responsibilities that require a different set of skills. While there are many resources available for managers to enhance their management skills, one underrated source of inspiration and knowledge is TED Talks.
TED Talks are powerful presentations by experts in various fields that cover a wide range of topics, including leadership, management, and personal development. In this blog, we will explore seven underrated TED Talks that every manager should watch to gain valuable insights and enhance their leadership abilities.
TED Talks offer a unique platform for experts to share their ideas and experiences, making them a valuable resource for managers seeking to enhance their leadership skills. Here are seven must-watch TED Talks that cover a range of insights for people managers like you:
#1 Can I be myself at work?
Speaker: Linden Vazey
Key Concept for Managers: Authenticity
The TED Talk titled Can I Be Myself at Work? by Linden Vazey, presented at TEDxUOA, explores the importance of authenticity in the workplace. Vazey discusses her personal journey transitioning from a tech consulting role to a career in leadership coaching. She focuses on something that is a frequent conflict for each of us – being our true selves in a professional setting.
While speaking of authenticity in workplaces, Vazey talks about a feeling familiar to us: the fear of not fitting in, feeling like an imposter, and being judged by others around us. She shares insights on how embracing authenticity can lead to greater job satisfaction, better performance, and stronger workplace relationships. The talk also provides practical advice on creating an inclusive environment where employees feel safe to express their true identities with you.
#2 Why Good Leaders Make You Feel Safe
Speaker: Simon Sinek
Key Concept for Managers: Psychological safety
In the TED Talk Why Good Leaders Make You Feel Safe, Simon Sinek discusses the critical role of leaders in creating a sense of security and trust within an organization. Sinek explains that good leaders foster a safe environment by prioritizing the well-being of their team members, which in turn inspires certain critical elements in your team, namely – loyalty, cooperation, and exceptional performance.
He uses examples from the military and corporate world to illustrate how effective leaders put others before themselves, creating a “circle of safety.” This concept means that when your employees feel protected from external threats and internal politics, they can focus on collaborating and innovating, leading your team to greater organizational success.
Sinek emphasizes that leadership is not about being in charge but about taking care of those in your charge. By building trust and demonstrating empathy, you can cultivate a supportive culture where employees feel valued and motivated to contribute their best efforts.
#3 How to Deal with Difficult People
Speaker: Jay Johnson
Key Concept for Managers: Psychological safety
In the TEDx talk How to Deal with Difficult People, Jay Johnson offers practical advice on managing challenging relationships both professionally and personally. Johnson emphasizes understanding the root causes of difficult behavior, which often stems from stress, insecurity, or unmet needs.
He suggests strategies such as active listening, maintaining composure, and setting clear boundaries. The core message is that by empathizing with the difficult person’s perspective and communicating assertively yet respectfully, you can navigate conflicts more effectively and foster more positive interactions.
#4 Using 5 minutes of Self-Care to Survive Burnout
Speaker: Racquel Armstrong
Key Concept for Managers: Burnout
In the TEDx talk Using 5 Minutes of Self-Care to Survive Burnout, Racquel Armstrong shares practical strategies for managing and preventing burnout through simple self-care routines. Armstrong highlights the importance of taking brief, intentional breaks throughout the day to recharge mentally and physically. She explains that dedicating just five minutes to activities like deep breathing, stretching, or mindfulness can significantly help you reduce stress and improve overall well-being.
Armstrong’s approach is especially geared toward busy professionals who often feel they don’t have time for self-care. You can enhance resilience and maintain a healthier work-life balance by integrating these short practices into daily routines.
#5 Leaders who coach are creating better workplaces, and so can you.
Speaker: Saba Imru-Mathieu
Key Concept for Managers: Coaching managers
In the TEDx talk Leaders Who Coach Are Creating Better Workplaces, and So Can You, Saba Imru-Mathieu discusses how adopting a coaching approach can significantly improve workplace dynamics. She emphasizes that leaders who act as coaches help to empower their employees, fostering a more supportive and productive environment.
Imru-Mathieu explains that coaching involves listening actively, asking powerful questions, and providing constructive feedback, which helps team members to develop their skills and confidence. This approach not only enhances individual performance but also contributes to a more engaged and motivated workforce.
She highlights that by prioritizing personal development and creating a culture of continuous improvement, leaders can cultivate a sense of trust and collaboration. This, in turn, leads to better overall outcomes for the organization.
#6 The Power of Purpose in Business
Speaker: Ashley M. Grice
Key Concept for Managers: Power of purpose
In the TEDx talk The Power of Purpose in Business, Ashley M. Grice discusses how a well-defined purpose can significantly enhance business performance and employee satisfaction. Grice explains that a company’s purpose goes beyond its mission or vision statements; it represents the core reason for its existence and guides all strategic decisions.
She highlights that having a clear and compelling purpose can drive innovation, improve customer loyalty, and attract top talent. Grice emphasizes that purpose should be deeply embedded in the company culture and reflected in everyday actions and policies. By aligning organizational goals with a strong sense of purpose, you can positively impact both your employees and society.
#7 Feelings: Handle them before they handle you
Speaker: Mandy Saligari
Key Concept for Managers: Managing emotions
In the TEDx talk “Feelings: Handle Them Before They Handle You,” Mandy Saligari delves into the importance of managing emotions to maintain mental health and well-being. Saligari, an addiction therapist, underscores that unprocessed feelings can lead to negative behaviors and severe mental health issues. She explains that understanding and addressing emotions proactively can prevent them from overwhelming individuals and leading to destructive patterns, a fact that should raise our concern and awareness about the importance of emotional management.
Saligari outlines practical steps for emotional management, including recognizing triggers, practicing self-awareness, and developing healthy coping mechanisms. You can improve your mental resilience and lead more balanced lives by handling emotions effectively.
TED Talks offer you a unique opportunity to enhance leadership skills. By watching these talks and gaining insights from experienced professionals and thought leaders, you can gain valuable knowledge, perspectives, and practical strategies that can be applied to their own management style. Here’s a simple framework that you can follow to extract the maximum value from ted talks as a manager:
Reflect on your current management style and identify areas for improvement.
Take notes on the key insights and strategies shared in the TED Talks that resonate with you.
Develop an action plan for implementing these strategies into your daily management practices.
Seek feedback from your team members on how the changes you’ve made have positively impacted their experience.
Continuously evaluate and adjust your approach based on feedback and the evolving needs of your team.
Wrapping Up
TED Talks offer valuable insights for managers looking to enhance their leadership skills. By delving into topics like team potential, change management, and emotional intelligence, these talks equip you with practical strategies to drive team performance and foster a culture of innovation. Applying the lessons from these talks to daily practices can transform challenges into opportunities and inspire exceptional leadership in any environment. Continuous learning through TED Talks not only enriches managerial skills but also cultivates a mindset of growth and adaptability essential for navigating today’s dynamic business landscape. Start watching these underrated TED Talks today and elevate your leadership game!
Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.
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Leadership is a critical aspect of any organization’s success. The ability to effectively lead and inspire a team is essential for achieving business objectives and driving growth. However, leadership is not an innate skill that everyone possesses. You must continuously develop and refine your team members to make them effective and impactful leaders. That’s where leadership training companies come in. These companies provide comprehensive training and coaching programs that help leaders enhance their skills, improve their leadership effectiveness, and achieve better results.
Several leadership training companies stand out for their expertise and track record in delivering high-quality leadership development programs. These companies deeply understand leadership effectiveness and offer valuable insights and solutions to help business leaders like you achieve their full potential. Here are the top leadership training companies to watch:
Innovative Leadership Institute
Focus areas: Differented learning processes
The Innovative Leadership Institute is a leading provider of professional development programs and coaching services. They offer customized leadership development solutions for leaders at all levels, from emerging leaders to senior executives. Their programs focus on developing essential leadership skills, enhancing communication and collaboration, and fostering a culture of innovation.
What puts them among the top leadership training companies?
The Innovative Leadership Institute recognizes that different leaders have different needs and styles, and they tailor their solutions accordingly, so you will find multiple engaging learning methods on their site to pick from.
Global Leadership Foundation
Focus areas: Emotional intelligence
The Global Leadership Foundation specializes in developing emotional intelligence in leaders. They believe that emotional intelligence is critical to leadership effectiveness and organizational success. Their coaching and training programs help you develop self-awareness, empathy, and practical communication skills. The Global Leadership Foundation provides valuable insights into the role of emotional intelligence in leadership and offers practical strategies for enhancing emotional intelligence in the workplace.
What puts them among the top leadership training companies?
By empowering leaders with emotional intelligence, the Global Leadership Foundation equips you with the tools needed to build strong relationships, inspire your teams, and drive positive change.
Risely
Focus areas: AI-powered personalized coaching
Risely is known for creating leadership development experiences that fit you like a glove, combining AI and human expertise. It brings together insights from a wide range of data and curation to create learning journeys that suit the unique needs of every manager. It helps you break free from the rut of typical leadership training that is made for everyone and every circumstance. Instead, focus on the skills that matter to solve your people management challenges.
What puts them among the top leadership training companies?
Risely offers the value that every manager’s precious journey deserves with hyper-personalized solutions and in-depth progress tracking throughout. It brings learning into the work flow with workspace integrations, an AI coach, and regular nudges.
The Center for Creative Leadership
Focus areas: Innovating leadership
The Center for Creative Leadership is renowned for its research-driven approach to leadership development. They offer a wide range of programs and services designed to help you develop the skills and capabilities needed to drive organizational change and achieve better results. The Center for Creative Leadership’s programs are based on the latest research and best practices in leadership development. They provide leaders with new skills, insights, and strategies to navigate the complexities of today’s business environment.
What puts them among the top leadership training companies?
Whether you are looking to enhance your leadership abilities, lead through organizational change, or develop new skills, the Center for Creative Leadership has a program that can meet your needs.
Focus areas: Building healthy habits
FranklinCovey is a well-known name in the leadership training industry. It is known for its focus on developing effective habits for success. FranklinCovey’s programs help leaders develop the skills and mindset needed to achieve better results and drive success in their organizations. Their approach is based on the principles of leadership effectiveness and personal accountability. By focusing on developing effective habits, FranklinCovey equips you with the tools to lead teams to success.
What puts them among the top leadership training companies?
FranklinCovey’s focus on building effective habits that translate into solid management and leadership practices enables sustainable development for leaders and managers like you.
Blanchard
Focus areas: Leadership team development
Blanchard is known for its expertise in building engaging leadership experiences. They offer a wide range of programs and services that focus on team building, coaching, and meeting the unique needs of organizations. Blanchard’s programs are designed to create engaging and interactive learning experiences that foster leadership development and drive organizational success.
What puts them among the top leadership training companies?
Whether you are looking for team-building activities, coaching services, or customized solutions for your organization’s specific needs, Blanchard has the expertise and resources to help you build a strong and effective leadership culture.
From tailoring solutions for every leadership level to empowering emotional intelligence and bridging theory and practice, these companies offer a range of specialized programs and services that cater to the specific needs of leaders and organizations. Their research-driven approach, focus on habits for success, and expertise in leadership development for the digital age are just a few examples of the unique offerings that make these companies must-see in the leadership training industry.
How can you pick from the top leadership training companies for your team?
Leadership training companies employ various methods to measure the improvement in leadership skills and effectiveness of their clients. These methods provide valuable insights into the impact of the training programs and help you gauge the return on investment in leadership training.
Navigating the Selection Process
Navigating the selection process for leadership training companies can be a daunting task. With so many options available, it’s important to carefully consider your organization’s needs and goals before deciding. Here’s a short introduction to the three steps you must take:
Identify needs: Identifying your organization’s needs is the first step in the selection process. Consider your strategic planning objectives, the specific leadership skills you want to develop, and the challenges your organization is facing. This will help you determine the leadership training program that best meets your needs.
Identify limits: Budget considerations are also important when selecting a leadership training company. Determine your budget for leadership development and consider the value that different programs offer in terms of cost.
Evaluate the alternatives: Finally, research the reputation and track record of potential training companies. Look for success stories, testimonials, and case studies that demonstrate the effectiveness of their programs. Consider the expertise and experience of their coaches, the content and structure of their programs, and the level of support and resources they provide.
How do we measure the impact of leadership training companies?
One common approach is the use of pre and post-assessment tools. These tools assess the leadership skills and competencies of your team members before and after participating in the training programs. By comparing the results, you can track your leader’s progress.
Continuous feedback mechanisms are another method these leadership training companies use to measure leadership improvement. Through regular feedback sessions, you can collect insights from the participants, enabling your team to make necessary adjustments and monitor growth.
Success stories from renowned clients highlight the transformative impact of leadership training programs offered by these companies. These success stories often showcase the development of specific leadership skills, such as executive presence, emotional intelligence, and effective communication. They also highlight the tangible results achieved, such as improved business performance, increased employee engagement, and enhanced organizational culture, which you can use while choosing for your team.
Conclusion
In conclusion, investing in leadership training is crucial for organizational growth and success. The top companies listed provide tailored solutions, emphasize emotional intelligence, bridge theory with practice, and focus on research-driven programs and habits for success. Their unique offerings include customized learning journeys, virtual coaching sessions, peer networks, and proprietary models. By measuring leadership improvement through assessments, feedback mechanisms, and impact studies, these companies have proven success stories with Fortune 500 companies and beyond. Your team can be the next one, start a free trial today.
Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.
Tune in to leadership development designed just for you.
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Five Things You Must Know About Sales Leadership Development Programs
Sales leadership development programs play a crucial role in the success of sales teams and organizations. These programs focus on developing the leadership skills of sales professionals, enabling them to effectively manage and guide their teams toward achieving sales goals.
In this blog, we will explore five key things you must know about sales leadership development programs. We will discuss the key highlights of these programs, the importance of sales leadership in today’s market, the objectives of sales leadership programs, the core elements of effective sales leadership development programs, common pitfalls to avoid, and best practices for implementing these programs. Whether you are a sales manager looking to enhance your leadership skills or an organization seeking to develop your sales team, this blog will provide valuable insights and guidance.
Sales leadership development focuses on enhancing the leadership skills of sales professionals to effectively manage and guide their teams toward achieving sales goals. It involves training and supporting sales managers and team leaders, equipping them with the necessary tools and strategies to drive sales performance and business growth. Sales leadership development programs typically cover various aspects of sales management, including sales process, management training, and sales coaching, to ensure sales leaders have the knowledge and skills to succeed.
Read more: 15+ Sales Manager Best Practices to Boost Your Team’s Performance
Key Objectives of Sales Leadership Programs
Sales leadership programs have specific objectives designed to enhance sales leaders’ skills and capabilities. These objectives typically include
Developing strong sales coaching abilities
Improving sales training methodologies
Effectively managing and developing team members.
Sales coaching is an essential aspect of sales leadership, as it involves providing guidance and support to individual team members to help them achieve their full potential. Sales training is another key objective, as it equips sales leaders with the necessary skills and knowledge to train and develop their teams. Finally, effective sales leadership involves managing and developing team members, ensuring that they have the skills and resources needed to excel in their roles.
Must-haves of a Good Sales Leadership Development Program
Effective sales leadership development programs incorporate several core elements for building strong sales leaders. These elements include sales management training, which equips sales leaders with the necessary skills and knowledge to manage their teams effectively.
Sales skills training is also crucial, as it focuses on enhancing the sales skills of leaders, enabling them to lead by example. Also, time management skills are vital for sales leaders, as they must effectively prioritize tasks and manage their time to drive sales performance and achieve sales goals.
Strategic Thinking and Planning
Strategic thinking and planning are essential elements of effective sales leadership development programs. Sales leaders must have a strategic mindset and the ability to develop and execute plans aligning with the overall business goals. Here are three critical aspects of strategic thinking and planning in sales leadership:
Strategic planning: Sales leaders need to develop strategic plans that outline the goals, objectives, and actions required to achieve sales targets.
Sales pipeline management: Effective sales leaders understand the importance of managing the pipeline and ensuring a steady flow of leads and opportunities.
Sales goals: Setting clear and achievable sales goals is crucial for sales leaders, as it provides clarity and direction for their teams.
Advanced Communication Skills for Leaders
Effective communication is a critical skill for sales leaders. You need it for conveying information, motivating and inspiring team members, and building solid relationships with customers and stakeholders. Advanced communication skills are essential for sales leaders, as they must effectively communicate sales strategies, goals, and expectations to their teams. They also need to conduct effective sales meetings and provide feedback and guidance to sales reps. By honing their communication skills, sales leaders can create a collaborative and productive environment, foster trust and transparency, and lead their teams toward sales success.
Read more: 10 Soft Skills for sales professionals: The Key to Success
Techniques for Motivating and Inspiring Sales Teams
Motivating and inspiring sales teams is a crucial responsibility of sales leaders. Using effective techniques, sales leaders can create a positive and empowering environment, encouraging team members to achieve their full potential. This area further includes important aspects of sales leadership like:
Providing recognition and rewards for achievements
Setting clear goals and expectations
Offering ongoing training and development opportunities
Encouraging collaboration and teamwork
By implementing these techniques, sales leaders can boost team morale, enhance team members’ skills and performance, and drive overall sales success.
While sales leadership training is essential for developing effective sales leaders, there are common pitfalls that you should be aware of and avoid. These pitfalls can hinder the effectiveness of your sales leadership training and limit its impact on sales performance. Some common pitfalls include:
Not providing proper training and support to sales leaders
Failing to provide valuable tools and resources to sales leaders
Expecting sales leaders to excel in their roles without adequate training and development
Ignoring the unique challenges and responsibilities of the sales management role
Within the sales leadership development programs, some common errors impede success. We will discuss some issues below so that you can take care to avoid them while planning:
Overlooking the Importance of Soft Skills
One common pitfall in sales leadership training is overlooking the importance of soft skills. While technical and sales skills are crucial for sales professionals, soft skills play a vital role in effective sales leadership. Soft skills like communication, empathy, and emotional intelligence enable sales leaders to build strong relationships with their team members, customers, and stakeholders. These skills also enhance their leadership abilities, allowing them to motivate, inspire, and engage their teams toward sales success.
Neglecting Individual Learning Styles
Another common pitfall in sales leadership training is neglecting individual learning styles. People have different preferences and styles when it comes to learning and retaining information. Neglecting individual learning styles can hinder the effectiveness of your training programs and limit the impact on sales leaders’ development. Organizations should consider incorporating different learning methods, such as visual, auditory, and kinesthetic techniques, to cater to the diverse learning styles of sales leaders.
Failing to Align Training with Business Goals
Another common pitfall is failing to align sales leadership training with business goals. Training programs should be designed to align with the overall business goals and objectives. Sales leaders should have the skills and knowledge to drive sales success and achieve the organization’s targets. By aligning training with business goals, you can ensure that sales leaders are focused on the right priorities and are equipped to make strategic decisions that support the overall business objectives. Training programs should incorporate relevant sales strategies, best practices, and industry-specific knowledge.
Best Practices for Implementing Sales Leadership Development
Implementing sales leadership development programs requires careful planning and execution to ensure effectiveness. Here are three best practices for implementing sales leadership development that you must keep in mind:
Customizing Training to Fit Team Needs
One best practice for implementing sales leadership development programs is customizing training to fit the sales team’s specific needs. Every sales team is unique, with its challenges, strengths, and areas for improvement. By customizing training programs, you can address the particular needs of their sales team and provide targeted development opportunities. This includes focusing on sales methodologies, industry-specific knowledge, or skill gaps identified within the team. Customized training ensures sales leaders receive the training and support they need to excel in their roles and drive sales success.
Continuous Learning and Development
Promoting continuous learning and development is another best practice for implementing sales leadership development programs. You should encourage sales leaders to engage in ongoing learning and development to stay updated on industry trends, best practices, and emerging technologies. This can be done through various avenues, such as industry conferences, webinars, workshops, and online learning platforms. By continuously improving their skills and knowledge, sales leaders can adapt to changing market dynamics, enhance their leadership abilities, and drive sales success.
Measuring Success Beyond Sales Targets
Measuring the success of sales leadership development programs goes beyond sales targets. While achieving sales targets is important, you should consider other factors contributing to sales success, like:
Employee satisfaction: Measure employee satisfaction and engagement levels as indicators of program effectiveness.
Retention rates: Track the retention rates of sales team members to assess the impact of the program.
Overall sales performance: Analyze overall sales performance, including revenue growth, customer acquisition, and market share.
Conclusion
Sales leadership development programs play a vital role in shaping successful sales teams. By focusing on strategic planning, effective communication, and team motivation, these programs set the stage for enhanced business performance. Avoid common pitfalls like neglecting soft skills and failing to align training with business goals. Instead, customize training, emphasize continuous learning, and measure success beyond sales targets. Implementing best practices ensures that your sales leadership development program remains effective and relevant. Remember, investing in your sales leaders’ growth and development ultimately leads to your business’s long-term success.
Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.
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Human Resources Manager Training: A 6 Step Framework
You’ve poured your heart and soul into crafting a killer L&D program, but your brilliant new hires aren’t clicking. Frustrating, right? Numerous studies have shown a strong link between effective HR practices and improved employee performance, productivity, and engagement. That’s where effective HR managers come in – they’re the bridge between your meticulously designed programs and a truly engaged, high-performing workforce.
But the HR field is changing faster than ever. Remember the days of simply handling paperwork and processing payroll? Today’s HR managers are strategic partners, guiding company culture, navigating complex legal landscapes, and wielding data to make informed talent decisions. To keep pace with this evolving role, continuous learning and development for HR managers is no longer a nice-to-have; it’s a must-have. Let’s dive deeper into why investing in human resources manager training is a win-win for you, your HR team, and your entire organization.
Imagine you’re an HR manager, and you feel like you’re constantly putting out fires. Regulations seem to change daily, employees come to you with complex interpersonal issues, and sometimes, it feels like you’re drowning in data without a life raft. Sound familiar?
The HR landscape is a minefield of challenges; even the most seasoned professionals can fall victim to common pitfalls. Here are a few key areas where HR managers can get tripped up:
Strategic Shortsightedness: Sometimes, the daily grind of paperwork and employee issues can overshadow the bigger picture. However, effective HR managers are strategic partners, not just administrative processors. Getting stuck in the weeds can prevent you from aligning HR initiatives with the company’s overall goals and future vision.
Regulation Rollercoaster: Employment laws are a labyrinth, and keeping up with federal, state, and even local regulations can feel like a never-ending game of whack-a-mole. One misstep here can have severe legal and financial repercussions for the organization.
Communication Catastrophes: HR often finds itself at the center of workplace conflicts. However, without strong communication and conflict resolution skills, these situations can escalate quickly, damaging morale and productivity. Remember, HR is the bridge between employees and management – clear and empathetic communication is essential for building trust and fostering a positive work environment.
Data Deluge: HR departments are swimming in data – employee performance metrics, compensation trends, and engagement surveys. The challenge is turning this data into actionable insights. Without the ability to analyze and interpret data effectively, HR managers miss valuable opportunities to improve processes, identify talent gaps, and make data-driven decisions.
By recognizing these potential pitfalls, HR managers can take proactive steps to develop their skill sets and stay ahead of the curve. In the next section, we’ll explore how investing in human resources manager training can equip you with the tools to navigate these challenges and become a strategic asset to your organization.
A Framework for Human Resources Manager Training
You wouldn’t send a new salesperson into the field without proper training, would you? So why leave your HR team, the architects of your company culture and talent strategy, without the tools they need to thrive? Here’s a comprehensive framework to guide you in building a winning Human resources manager training program:
Mastering the Fundamentals
Every great HR pro has a solid grasp of core HR functions. Your human resources training program should ensure HR managers are well-versed in:
Recruitment & Onboarding: From attracting top talent to smoothly integrating new hires, HR plays a critical role in setting the stage for success.
Performance Management:Effective performance management systems evaluate employee contributions and provide opportunities for growth and development.
Compensation & Benefits: Understanding compensation structures, packages, and legal requirements is essential for attracting and retaining a competitive workforce.
Navigating the Legal Landscape
Staying on top of complex employment laws and regulations is crucial. Equip your HR team with the knowledge to:
Interpret and comply with federal, state, and local employment laws. This includes wage and hour regulations, anti-discrimination laws, and workplace safety standards.
Mitigate risk. Proactive HR practices can help prevent costly lawsuits and ensure a safe and fair work environment.
Thinking Strategically
Move beyond the paperwork! HR managers who can think strategically are invaluable assets. Your human resources training program should develop skills in:
Strategic HR: Aligning HR initiatives with the organization’s overall goals and objectives. This involves understanding the business and its needs and using HR practices to support growth and success.
Talent Management: Developing a comprehensive talent strategy to attract, retain, and develop high-performing employees. This includes everything from succession planning to employee engagement programs.
Communication & Conflict Resolution
HR often finds itself in the middle of disagreements. Strong communication and conflict resolution skills are essential for:
Effectively resolving conflicts before they escalate into larger issues.
Data-Driven Decision Making
HR departments are data-rich environments. The key is unlocking the power of data to make informed decisions. Help your HR team develop skills in:
Data analysis: Interpreting and drawing meaningful insights from employee data, performance metrics, and engagement surveys.
HR technology integration: Leveraging HR technology platforms to streamline processes, automate tasks, and gain deeper insights from data.
Equipping Your L&D Team with Resources
Now that you have a framework, how do you bring it to life? Here are resources to empower your L&D team:
Online Courses & Certifications: Platforms like LinkedIn Learning and the HR Certification Institute (HRCI) offer various HR-related courses.
Industry Workshops & Conferences: Stay up-to-date on the latest trends and best practices by attending industry events.
Coaching & Mentoring Programs: Pair seasoned HR professionals with new HR managers to provide guidance and support.
Case Studies & Best Practice Guides: Learning from real-world examples can be invaluable. Look for case studies and best practice guides on relevant HR topics.
By investing in human resources manager training, you’re not just developing individual skill sets – you’re building a high-performing HR team that can be a strategic asset to your entire organization. Remember, a well-trained HR team is an investment that pays off in spades.
We’ve explored the critical areas for Human resources manager training, but even the most well-designed program can fall short if not implemented effectively. Here are some actionable tips to avoid common mistakes and ensure your human resources manager training truly empowers your HR team:
From Theory to Action: Prioritize Practical Application
Memorizing HR regulations is only half the battle. Effective HR managers need to be able to apply their knowledge in real-world situations. Here’s how to make your human resources manager training practical:
Scenario-Based Learning: Develop realistic scenarios that mirror HR managers’ challenges, such as conducting a problematic performance review or mediating a workplace conflict. Use role-playing exercises to allow participants to practice their skills in a safe environment.
Case Studies & Best Practices: Don’t reinvent the wheel! Incorporate case studies that showcase successful HR initiatives from other organizations. This allows HR managers to learn from real-world examples and adapt best practices to your company’s context.
Action Planning: Don’t let the learning stop after the training session. Encourage HR managers to develop action plans outlining how they will apply the skills and knowledge they gained to their daily work.
Tailored Training: Addressing Your Organization’s Needs
A one-size-fits-all approach won’t cut it. The most effective human resources manager training programs are tailored to address your organization’s specific needs and challenges. Here’s how to ensure your program is relevant:
Needs Assessment: Conduct a needs assessment to identify the specific skills and knowledge gaps within your HR team. Consider factors like industry regulations, company culture, and upcoming strategic initiatives.
Focus on Your Niche: Does your organization operate in a heavily regulated industry? Tailor human resources manager training to include in-depth coverage of those specific regulations. Are you facing challenges with employee retention? Dedicating human resources manager training modules to effective onboarding and engagement strategies can be highly beneficial.
Employee Feedback: Don’t operate in a silo. Gather feedback from HR managers and employees about their challenges and the skills they feel are most needed. This can help you tailor the human resources manager training program to address real-world concerns.
Fostering Continuous Learning: A Growth Mindset
The HR landscape constantly evolves, and the skills needed for success can change rapidly. Here’s how to encourage a culture of continuous learning within your HR team:
Refresher Courses: Offer periodic refresher courses to keep HR managers up-to-date on legal developments, HR trends, and best practices.
Subscription Services: Invest in subscriptions to HR publications or online resources that provide ongoing updates and insights on the HR industry.
Knowledge Sharing Sessions: Encourage HR managers to share what they have learned with each other through brown bag lunches or internal knowledge-sharing sessions. This fosters collaboration and keeps everyone up-to-date.
Conference Participation: Support your HR team’s participation in industry conferences and workshops. This allows them to network with peers, learn from leading experts, and discover new approaches to HR challenges.
By following these tips and focusing on practical application, tailored content, and continuous learning, you can avoid common human resources manager training pitfalls and ensure that your human resources manager training program is a true investment in your organization’s success.
Wrapping Up
Remember that frustrated feeling when your meticulously designed L&D program doesn’t resonate with new hires? Strong HR practices bridge your programs and a truly engaged workforce. But today’s HR managers need more than just administrative skills. They’re strategic partners navigating complex legal landscapes and wielding data to make informed talent decisions.
Investing in human resources manager training isn’t a nicety; it’s a must-have. By equipping your HR team with the skills to excel, you’ll see a positive impact across the organization – improved employee engagement, reduced turnover, and a more strategic HR function driving better business outcomes. Don’t wait – take action today to develop, implement, or refine your human resources manager training program. Your investment will pay dividends for your organization’s future.
Suprabha, a versatile professional who blends expertise in human resources and psychology, bridges the divide between people management and personal growth with her novel perspectives at Risely. Her experience as a human resource professional has empowered her to visualize practical solutions for frequent managerial challenges that form the pivot of her writings.
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What are the best employee motivation techniques for managers?
Motivation is an essential part of any working environment, yet it’s not always easy to get your team going. As a manager, it’s important to be able to motivate your team in the right way so that they can achieve their goals. If you’re struggling to get your team going, here are eight employee motivation strategies that will help you achieve success. By applying these techniques, you’ll be able to get your team moving in the right direction and reach their goals faster.
We have also listed some common potholes which you must avoid as a manager when trying to motivate your employees. Following that, we have given insights on how as a manager you can keep yourself motivated. So, without further ado, let’s get started!
There are many different definitions of motivation, but they all have one thing in common: a desire to achieve a goal. Some people might be motivated by the challenge of a new task, while others might be driven by a sense of competition. Still, others might be motivated by the career aspirations or desires they have for themselves.
No matter how you define it, motivation at work is what helps us achieve our goals. It can come from within or from outside sources, but it always provides the necessary energy to take action. It is the fuel that keeps us going. One of the most significant differences between those who succeed and those who don’t is their level of motivation.
Read more here: All about Employee Motivation in the Workplace: Tips & Tricks for Managers 2023
Building Motivation at Work
At the workplace, motivation can be defined as “the way managers get the employees to do the work assigned to them timely and effectively”. Managing workplace motivation is a major issue for managers. Any project, which requires teamwork, cooperation, and dedication, depends upon the motivation levels of the employees working on it. Managing a business, organizing meetings, or creating an organizational culture is certainly no easy task without managers knowing employee motivation techniques.
There are two types of motivation: intrinsic and extrinsic. Intrinsic motivation, also called internal motivation, comes from within an individual, whereas extrinsic motivation also called external motivation comes from external factors.
Intrinsic motivation is more desirable because it is self-direction. It is also easier to maintain because it is not subject to external factors. Once the employees are intrinsically motivated, they drive themselves to achieve their goals just for the sake of achieving their goals without any external rewards. An example of intrinsic motivation can be an employee does some extra work because they enjoy it.
Extrinsic motivation, on the other hand, is less desirable because it can be fleeting. It is based on managers motivating employees using external rewards such as financial rewards or fame or a better position in the organization. It involves taking action in response to the rewards or consequences of that action. These rewards can be motivating at first but eventually lose their appeal. An example of extrinsic motivation can be an employee doing some extra work to earn the incentives or a bonus.
Check out How Company Culture Shapes Employee Motivation? A Manager’s Guide
Who needs motivation at work?
Employees who typically show the following signs need motivational efforts:
Decreased productivity: If an employee’s work output has decreased or if they are frequently missing deadlines, it may be a sign that they are feeling demotivated or disengaged from their work.
Low engagement: If an employee shows signs of disengagement during meetings, appears uninterested in their work, or lacks enthusiasm about projects, it may indicate that they are feeling unmotivated.
Negative attitude: If an employee has a negative attitude towards their work or towards colleagues, it could be a sign that they are feeling unmotivated and are unhappy with their job.
Frequent absences: If an employee is frequently absent or takes more sick leave than usual, it may indicate that they are not feeling motivated to come to work.
Lack of initiative: If an employee is not taking the initiative to suggest new ideas or take on additional responsibilities, it could be a sign that they are feeling unmotivated.
Poor performance reviews: If an employee’s performance review reveals a decline in their performance, it could be a sign that they are in need of motivation.
Using employee motivation techniques helps managers build loyalty and high performance
As a manager, it is important to be able to motivate your team. Why? Being able to effectively motivate the team is a major part of effective management skills and is one of the key factors of being successful as a manager. If your team is not motivated, it is just another job to collect a paycheque. On the other hand, if they are motivated, then it is a job they enjoy. If you find yourself asking the question that why does my team not take ownership, then this is your answer.
You must be able to inspire the team to work hard and achieve common work goals and ultimately the company goals. If you can find ways to motivate your team, you will see better results in terms of productivity and creativity. The most important thing here is that you need to know your team members and what motivators will work on them.
Motivating the team is also important for a manager because it can help them feel more committed to the company and their work environment. It may even improve skills like teamwork, communication style, adaptability, and other areas of importance as they become completely dedicated to accomplishing tasks with you. When these skills are improved through a great level of workplace motivation from management then results in increased performance levels and higher levels of engagement at the workplace.
The 8 proven motivational techniques for managers are:
Recognition
Recognition is any kind of verbal act or symbolical event that a manager creates to acknowledge an employee’s effort, quality work, and skill. If an employee does a good job, it would be appropriate for them to receive recognition from their manager. Managers can provide recognition to employees through awards, positive feedback, and other expressions of appreciation. Also, make sure that the recognition is specific and tailored to the individual employee’s achievements. Another key point to note is to always give recognition in public i.e. in front of others. This increases the value of the recognition you just gave.
Emotional support
It refers to managers showing deep empathy towards their employees, it certainly helps the manager in creating an environment that is conducive for building motivation among their employees. Providing emotional support can be a powerful way for managers to motivate employees, especially through tough times. This type of encouragement should focus on providing individuals with understanding, empathy, and reassurance.
Encouragement
Encouragement is a powerful tool that can help employees overcome their mistakes and failures and focus on their work. It can also help employees in developing a positive mindset and resolve to be productive at work by encouraging them during difficult times when things do not go according to plan. To encourage the employees, the manager can send a basic encouragement email or just let the employees know that you trust them.
Feedback
Feedback acts a great employee motivation technique apart from helping managers guide their teams. Feedback refers to the manager’s reflection or review of an employee’s or the team’s performance. Employees need feedback to improve their performance. Giving constructive feedback is one of the best ways to motivate individuals. However, managers should be sure to provide accurate and timely information so that employees can learn from their mistakes.
Check out the ten examples of positive feedback that employers can give.
Good employee experience
Creating a good employee experience is a manager’s attempt in setting up activities that encourage the staff to do their work with more enthusiasm. Such an effort can improve employees’ performance by motivating them and getting rid of boredom among the workers. It can also provide a pleasant working environment for them. Having a good experience at work can lead an employee towards higher employee engagement and job satisfaction.
Purpose in the job
Adding a purpose to the job refers to adding the main aim for employees to achieve. As a manager, if you can crack an answer for “Why do I work here”, then you have nailed it. It also enables the employees to work with full effort. By having a purpose in the job, employees will be passionate, innovative, and committed to doing hard work, listening to their managers, and making efforts toward the completion of this purpose. This sense of purpose at work will also be helpful for the managers in setting a workplace culture that is conducive to growth.
Check out Find a powerful Ikigai as a Manager. What motivates you every day?
Career growth
Another way to motivate employees is to emphasize career growth opportunities within the company. Promoting professional development opportunities shows employees that you are invested in their future and that you see them as an important part of the team. It shows to the employee that my manager has invested in my growth and hence I must be invested in the company’s success. To facilitate these growth opportunities, managers can try coaching or training programs for their show team.
Educate your employees
It refers to making sure that your employees are well informed about the organization’s strategies, plans, and objectives. This is one of the best ways to motivate employees since it creates a sense of pride in the employees. If employees are well informed, they will be more motivated and productive. They feel a greater sense of ownership over the organization.
Check out Coaching for Motivation in the Workplace 5 Effective Tips
Honeytraps Of Employees Motivation Methods That You Must Avoid
Honeytraps of employee motivation techniques are the wrong ways to motivate employees, which can have the opposite effect of what the managers were hoping for. Therefore it is necessary to avoid these traps as a manager while trying to motivate your employees. Why are these called traps? Because they are the easiest way to implement but often yield a wrong outcome.
Some of the most common potholes of motivating employees are:
Offering money as the only incentive
Promoting people who are not good at their jobs but are critical for a project or in a situation
Micromanaging employees’ work to make sure performance is up to the mark
Focusing only on negative feedback instead of positive reinforcement
Creating an extreme sense of competition between co-workers or team members
Workplace Motivation Strategies for managers are useful too!
Managers are the backbone of any company. You must motivate yourself to motivate your team and help the company achieve its goals. There are many ways that managers can motivate themselves. Some common motivation techniques for managers are to:
Finally, identify your own avenues of intrinsic motivation
Managers can also stay positive and mindful by practicing self-compassion and taking time for themselves. Additionally, managers must find a way to enjoy their work. This could be through creative problem-solving, working with a great team, or making a difference in the world or the workplace.
Check out Are you a motivated leader? Find 6 traits here to become one
Conclusion
To conclude, motivating the employees is an essential part of running a successful business. It can help managers to achieve their goals and maintain peak performance. When done correctly, workplace motivation can also lead to better team dynamics and productivity. Unfortunately, motivating employees can be a challenging task, especially when faced with frustrating circumstances or potholes.
Thankfully, there are many employee motivation strategies for managers available that can help your team. We have listed the 8 most effective motivational methods for managers out of those employee motivation methods in this blog post. We believe that if managers can follow all these employee motivation strategies and can avoid the listed common potholes, employee motivation won’t be a difficult task for them anymore.
Also you can take assistance from Risely for becoming a better manager and create a motivated and productive workplace environment, sign up for here.
Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.
Motivate your employees with constructive feedback that propels growth.
Get the free constructive feedback toolkit today to effectively motivate your team with your words!
Motivating employees is essential for managers so that teams are constantly energized and perform their best. Without motivation, performance falls into conventions that may not bring out the best of the teams.
How to measure employee motivation?
As a manager, take note of some signs of falling motivation, such as: – Disinterest in work – Avoiding engagements – Lack of initiative and not asking questions
How to motivate your employees?
The key to motivating employees is recognizing their efforts and ensuring their concerns are cared for. Effective motivation can happen through: – Rewards and recognition – Positive constructive feedback – Growth opportunities
What is the biggest employee motivation?
The biggest employee motivation is providing them adequate recognition and rewards for their efforts. It can include incentives and words of praise through feedback. When employees feel their managers and fellow team members appreciate them, they bring higher engagement and ownership to the job.
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What is Succession Planning for Managers? 5 Powerful Tips
As a manager, you are responsible for ensuring that your team is functioning at its best and achieving its goals. Succession planning is an essential part of this process. It involves identifying and developing key employees who can take on leadership roles when current leaders retire or move on to other opportunities. This blog post will cover succession planning, why it’s crucial for teams and managers, and the preconditions for effective succession planning.
We will also discuss five powerful tips for successful succession planning: planning early on, increasing employee retention and morale, developing a diverse portfolio of leaders, creating a solid company culture, and future-proofing your workforce. Finally, we will address some common pain points when implementing succession planning and how to overcome them. These tips ensure your team is always prepared for the future and poised for success.
Succession planning for managers involves identifying and developing potential candidates who can take over key leadership roles within an organization in the event of a manager’s departure, retirement, or promotion. It involves creating a plan to ensure a smooth transition of leadership and that the organization can continue to function effectively without interruption.
Succession planning typically involves identifying high-potential employees, providing them with training and development opportunities, and preparing them for future leadership roles. Succession planning aims to identify and develop a pool of talented individuals who can step into leadership positions when needed, ensuring that the organization can continue to thrive and grow over time.
Why is succession planning important for managers?
Succession planning is essential for managers because it helps ensure their team’s long-term success and sustainability. By identifying and developing key employees who have the potential to take on leadership roles in the future, managers can help ensure a smooth transition of leadership and avoid disruptions to the business. Succession planning also helps build a pipeline of talented employees ready to step into higher-level roles as they become available. It can help improve employee engagement, retention, and productivity, as employees see a clear path for advancement within the organization.
Additionally, succession planning can help mitigate risk by ensuring that critical knowledge and skills are passed down from one generation of leaders to the next. Ultimately, succession planning is essential for managers who want to build a strong and sustainable organization that can thrive over the long term.
A strategic approach is crucial to achieve successful succession planning. First, one must identify key roles critical to the organization’s success and create a pipeline of potential successors via professional development efforts and career progression opportunities. Open communication with employees helps establish transparency and encourages feedback, ensuring everyone is on board with the process. Finally, continuously evaluating and adjusting the plan ensures its relevance over time. A few tips that managers can adopt are:
Plan for succession early on
To ensure effective succession planning for managers, teams must identify the critical roles and potential successors while creating a talent pool or a team to evaluate their readiness for leadership positions. Employee development is also crucial to prepare potential successors. Regularly reviewing and updating the plan by investing in professional development efforts is an excellent way to develop future leaders. Hence, leaders should start succession planning for managers early on.
Increase employee retention and morale
Retaining top talent is imperative to any team’s success. One way to achieve this is through effective succession planning for managers. Teams can increase employee retention and morale by developing future leaders and investing in professional development efforts such as mentorship and training programs while creating a pool of talent for future roles. Involving current employees in succession planning also helps create a strong company culture focused on career advancement and individual development plans. In addition, communication and transparency with stakeholders are critical during this complex process, ensuring business continuity by identifying potential successors for critical positions.
Develop a diverse portfolio of leaders
Nurturing high-potential employees from underrepresented groups is essential for developing a diverse portfolio of leaders. A culture that promotes diversity, equity, and inclusion attracts and retains top talent. Ongoing training for all employees helps develop the competencies necessary for future leadership roles. In addition, all stakeholders benefit from a good succession planning process, which ensures continuity in critical positions. Managers should view succession planning as a metric to gauge the effectiveness of their leadership development efforts instead of just last-minute contingency planning.
Create a strong company culture
To ensure effective succession planning for managers, creating a culture that encourages diversity, equity, and inclusion is critical. Developing a diverse portfolio of leaders ensures organizations have various skills to draw upon. Providing ongoing employee training and development opportunities builds a strong pipeline of future leaders. Creating a solid company culture fosters employee morale, attracts top talent, and prepares employees for future leadership roles.
Future-proof your workforce
Ensuring business continuity is crucial for any organization. Succession planning for managers involves identifying potential successors and developing their competencies through specific career paths. The best practices include creating an individual development plan with new skills acquisition opportunities like 360-degree feedback sessions. Professional development efforts can boost morale and retention rates while increasing the talent pool ready for future roles. Future-proofing your workforce implies anticipating future critical positions’ competency requirements.
Common pain points when succession planning for managers.
Identifying the right talent can be challenging when undertaking succession planning for managers. Other obstacles include unclear communication of the succession plan among stakeholders and employee resistance to change. To address these common pain points effectively and future-proof their workforce, employers must invest in professional development efforts like individual development plans and 360-degree feedback.
Time required for succession planning
Teams must follow an effective succession planning process to ensure smooth business continuity while preparing for future vacancies in leadership roles. The process involves assessing the competencies of current employees and identifying gaps that need to be filled. In addition, providing potential successors with professional development opportunities is essential in nurturing talent for specific roles.
Resistance to change from management
Implementing a successful succession plan requires overcoming resistance to change from managers. Some may feel threatened or worry about losing their position in the organization. Communicating the benefits of succession planning and involving managers in the process is crucial. Providing training and development programs can help managers prepare for leadership transitions, making them confident and ready for their roles.
Opposition to succession planning from stakeholders
Stakeholders’ opposition can impede the critical role of succession planning for managers. Fearful of losing talent or position, stakeholders may resist grooming potential successors. To mitigate concerns, it’s essential to effectively communicate the benefits of succession planning and involve them in the process. In addition, creating a clear plan with timelines and metrics will ease opposition and ensure continuity in key positions.
Inability to find the suitable candidates
Finding suitable candidates is one of the most significant challenges faced in succession planning for managers. HR teams must understand job competencies and skills required for specific roles while expanding the talent pool beyond existing employees through external recruitment. Developing a talent pipeline by identifying high-potential employees and providing them with professional development opportunities helps ensure business continuity and fills critical leadership positions.
Conclusion
Succession planning is a critical task for any organization. It’s not just about finding a replacement for your top executives; it’s about ensuring the company has a pool of talented individuals ready to step into new roles when required. Effective succession planning takes time, effort, and resources but is worth investing in. Planning early, promoting employee retention and diversity, creating a solid company culture, and future-proofing your workforce can ensure your organization is prepared for any changes.
Succession planning can make or break your team’s growth. Ensure that you are doing it strategically.
Take the free strategic thinking assessment now to understand the ins and outs and avoid errors.
What is the role of the manager in succession planning?
The role of the manager in succession planning is to identify and develop potential future leaders within the organization. They play a crucial role in assessing employee skills, performance, and potential, providing mentoring and coaching, and creating development plans to prepare individuals for leadership positions.
How do you plan a managerial succession?
Planning a managerial succession involves several key steps: – Identifying key leadership positions that require succession planning. – Assessing the skills, competencies, and potential of current employees. – Creating individual development plans to address skill gaps and prepare employees for future leadership roles. – Providing mentoring, coaching, and training opportunities to develop leadership capabilities. – Regularly reviewing and updating succession plans based on changing organizational needs and employee progress.
What are the five steps to succession planning?
The five steps to succession planning typically include: a – Identifying critical positions and future leadership needs. – Assessing the skills and potential of current employees. – Developing and implementing individual development plans. – Monitoring and reviewing employee progress and performance. – Ensuring a smooth transition when succession occurs.
What are succession plans for leaders?
Succession plans for leaders involve identifying potential successors for key executive positions within an organization. These plans focus on grooming individuals with the necessary skills, experience, and leadership potential to step into leadership roles when the need arises. This often includes providing high-potential employees with stretch assignments, leadership development programs, and mentorship opportunities to prepare them for senior leadership positions.
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How To Answer “Why Are You Leaving” In An Interview? With Examples
As you prepare to leave your job, you’ll undoubtedly be asked questions about why you’re leaving. There can be many reasons someone might want to leave their job, and employers must understand why employees depart to ensure a smooth transition. This blog provides tips on answering common interview questions, such as “why are you leaving?” and provides examples of how to answer them. By following these tips, you’ll be able to smoothly navigate the interview process and ensure that your reasons for departure are understood.
You’ll likely encounter this question somewhere during your interview. This question is intended to understand your reasons for leaving and to get a sense of your long-term career goals. You may be asked questions about your job performance and whether or not you had any conflicts or disagreements with your co-workers. The hiring managers could discuss your reasons for leaving at length. The hiring manager will attempt to envisage your long-term career goals through this question. The answer will help determine where you can fit in their growth trajectory.
Moreover, your answer to this interview question helps the manager identify what you expect from a new role. It is also an insight into your motivations and personality. As it is obvious, the goal is to know why you left. The employer will determine whether your resignation was forced or submitted of your own accord. If it was a forced resignation, they might go deeper into the cause, such as misbehavior or underperformance. In that case, they might hesitate before getting you onboard.
The interview is also meant to help the company in a few ways. When managers ask prospective employees “why are you leaving”, it lets them see why people are leaving other companies in the industry. They can focus on improvement if the reasons are present in the team.
Read here to know how to answer another typical interview question – “Tell Us About Yourself.“
How To Answer “Why Are You Leaving” In An Interview? With Examples
As you leave the organization, you might be anxious about answering this question. Answering this question can be pretty uncomfortable, so it is important to prepare in advance. First of all, be sure about why you are leaving the job. A few reasons can be:
Looking For More At Work
You can explain that you are looking for more responsibility and learning opportunities than your current role can offer. Due to the lack of resources to explore and work on new things, you could not get the opportunities you were looking for. Here, you can also discuss your plans and what you want to do.
My previous organization gave me many opportunities. However, I would like to go deeper in [this area]. I felt that I was not getting challenged enough in my previous role. I plan to learn more about XYZ and grow more in this role.
Switching Careers
Explaining a career switch can be tricky business. However, you can carefully demonstrate to the employer that you are seeking something different. It would be great if you could elaborate on what direction you are heading in. It is an excellent way to show that you are committed to doing meaningful work. On the other hand, if your decision seems haphazard, it can leave a bad impression.
I have had a great experience working in the XYZ field so far. But I noticed I missed other aspects of this that I would like to work on. I want to use my skills in a different direction, and I feel that the vision of your organization would be helping in guiding me to do so.
Seeking Better Work-Life Balance
Taking care of personal well-being is as essential as climbing ladders in the world of careers. The post-pandemic era has rejuvenated the focus on maintaining a healthy work-life balance, and many employees are changing or adapting to achieve it. You can offer an honest explanation of your reasons and also put forth flexible requirements that you may have.
Recently I have been noticing the need for more freedom in my working style. As a dedicated professional in the creative industry, I love to give my best at work with my team in balance. I love the idea of flexible work hours at your place that lets us excel at our own pace.
Dissatisfaction With Work
Dissatisfaction with what the team can offer in the workplace is a common reason for employees to leave their jobs. If this is your reason for leaving, you can focus on what was missing in your previous job and how you expect the new one to provide it. The reasons for dissatisfaction can be many – from no opportunities to micromanagement and toxicity. The things you mention here will give the hiring manager insights into your values.
Lately, I realized that my previous job and aspirations were not in sync. I have learned a lot in my previous role, but the values and environment did not align very well with mine. I have seen the culture and values of your team, and I can see myself being at home.
Organization Downsizing
Many employees feel that their company is downsizing, prompting them to search for new work. You can provide an overview of the situation and how it has affected you. It will help your case if you can quantify what your skills and experience are worth in the current market. In addition, be prepared to talk about any other reasons that led you to leave, such as ineffective communication or poor working conditions.
Due to several constraints, my company had to take a direction that did not suit my long-term goals. Therefore, I feel that I am prepared to take up the next challenge in my career path and move further toward my professional and personal goals.
Your reason for leaving might be something else entirely, or it might be a mix of several. The key thing is to present the reason in a positive light.
Tips To Answer Interview Question – Why Are You Leaving
A few things that you need to keep in mind while answering this question are:
Be Honest And Straight-Forward
It is important to be honest when answering the why are you leaving question. You should state the reasons for your departure from your last job and do so in a way that does not misrepresent or exaggerate anything. If you leave because of dissatisfaction with how the team is run, for example, it would be accurate to say that was part of the reason for leaving. However, if you leave to start working on new projects that are more interesting to you, it would likely make more sense to say as much. The key point is always to be truthful and complete in your explanation.
Focus On The Future
When answering this question, it is important to show that you are looking forward to the future. For example, if you feel your last job was not a good fit for what you were hoping for in terms of career growth or development, be sure to mention that as well. You want the interviewer to understand why leaving was a difficult decision, and showcasing an outlook toward the future will help make your story more convincing. You can also add how you see yourself growing with the organization over the next few years. Your answer to why are you leaving needs a balance of past and future.
Show Positive Attitude And Excitement For New Role
It is also important to showcase a positive attitude and excitement for the new role. It can be tempting to get defensive when you leave a job, but that will not favor your case. Instead, keep your tone upbeat and show that you are looking forward to starting fresh with the new organization. You should also mention any skills or experience that could help contribute value to the team or organization. If there is a significant improvement in conditions from your previous job, mention that.
How Not To Answer “Why Are You Leaving” In An Interview?
Avoid Complaining And Criticizing The Previous Employer
Actively try to avoid negativity and focus on the positives when talking about why are you leaving. Complaining and criticizing your former employer will only make you look bad and will not help your case with the interviewer. The only thing it will do is present you as a complainer instead of a problem solver. Moreover, leaving the previous company on a bad note reflects poorly on your work ethic. You must maintain cordial relations with people even after significant disagreements.
Do Not Give A General Answer
Some candidates give a general answer such as “I’m looking for an opportunity that is better suited to my skills” or “I want to try something new.” While these answers are generally okay, they can lack detail. This makes it difficult for the interviewer to understand your motivation and forces them to ask follow-up questions. Try giving more specific details about why you chose the organization you did and how your skills would be best utilized there. Additionally, explain any challenges or obstacles you faced while at the previous job and how that led you to consider a job change.
Do Not Focus Solely On Money
Many candidates focus on the money they will make when leaving their previous job. However, this is not the most important factor when it comes to deciding whether to leave your current position or not. Instead, consider what you feel are the benefits of working for one organization over another. Consider what improvements you hope to see in your career path under new management and how you would facilitate that by joining the team at the new organization. Also, highlight any skills or talents you believe would benefit the company. In short, do not make money your primary motivation when explaining why are you leaving.
Conclusion
It can be tough to say goodbye to your job, but it’s even harder to answer the question, “why are you leaving?” In this blog, we provide you with some tips on how to answer this question effectively. By understanding the expectations of this question and following the tips provided, you’ll be able to leave your job with grace and dignity. Make sure to read through the blog until the end for a sample answer to the “why are you leaving” question. Thanks for reading!
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